Tuition Remission Policy

Eligibility

Regular full-time faculty and staff become eligible for the Tuition Remission benefit, on a space available basis, for themselves (two course maximum per semester), spouse, same-sex partner and dependent children for courses beginning on or after the employee’s date of hire.

Regular part-time staff (scheduled to work 20 or more hours per week, 40 or more weeks per year) become eligible for the benefit, on a space available basis, for themselves (one course maximum per semester) for courses beginning on or after the employee’s date of hire.

Adjunct faculty are eligible for the benefit of tuition remission for one course per semester taught (one course maximum per semester), on a space available basis, for themselves, to be used in the semester they are teaching or the semester immediately following.

Benefit

The benefit of tuition remission is available for courses taken at the University of Hartford. Special and non-credit programs may only be covered with the approval of the dean or director of the sponsoring department.

Eligible staff and faculty may obtain for themselves, remission of tuition for courses for the fall, spring and summer semesters (includes both sessions) if they meet admission requirements. Classes taken during Winterterm may count towards either the fall or spring semester, as determined by the employee. This benefit is applicable for the attainment of an undergraduate degree, and/or graduate degree through the master’s level.

Tuition remission benefits apply only in limited circumstances to study abroad programs. Tuition remission covers only the tuition of a study abroad program, and not travel or any other expenses associated with the program.

The University of Hartford (UH) categorizes four different models of study abroad, with each treated differently under the University’s current Tuition Remission Policy. Please see below for the four models of study abroad.

Short-term UH Programs. The use of tuition remission for a short-term UH program is allowed if the program achieves the required minimum tuition-paying enrollment. A student eligible for tuition remission applying to participate in a short-term UH study abroad program may deposit as a tuition-paying student and, if the required minimum enrollment is met, tuition remission benefits will apply under the terms of the policy. If a student eligible for tuition remission does not choose to deposit as a tuition-paying student, the student will be placed on a waiting list for the program pending the required minimum enrollment.

One-to-one Exchange Programs with Partner Universities Abroad. Tuition remission (and the Tuition Exchange Program) may be used only for the tuition portion of these one-to- one exchanges.

Third-party Programs. Tuition remission does not apply to approved study abroad programs conducted by third party providers or direct enroll programs.

For further information on the Study Abroad programs, please contact the International Center at 768.5100.

Doctoral studies are specifically excluded from this benefit.

Registration, lab, technology and other fees, special charges, books, private lessons, and other costs over and above tuition are not covered under the Tuition Remission benefit.

All courses must be taken outside working hours, unless a Flexible Work Schedule has been submitted and approved by the department head.

Taking more than eight credits per semester (or more than six courses per academic year) may distract an employee from his/her assigned tasks and responsibilities. Any exception to this policy must have the joint approval of the immediate supervisor, the appropriate dean or administrative department head and the Executive Director of HRD or designee. No more than one exception per employee will be approved. If more than two courses or eight credits per semester are taken, the employee will be required to pay the cost per credits over eight in one semester. The employee will be required to pay for all courses in excess of six per academic year.

Eligible full-time faculty and staff may obtain for their spouse, same-sex partner and dependent children tuition remission, up to a full course load, if they meet admission requirements. This benefit is applicable for the attainment of an undergraduate degree, and/or graduate degree through the master’s level.

Registration, lab, technology and other fees, special charges, books, private lessons, and other costs over and above tuition are not covered under the Tuition Remission benefit.

Dependent children are defined as having met all five of the dependency tests as provided in the U.S. Internal Revenue Act, Section 152a and other applicable IRS regulations. These tests include: (1) Member of Household or Relationship, (2) Citizenship, (3) Joint Return, (4) Gross Income and (5) Support. Faculty and staff should consult their personal tax advisors for clarification.

Eligible full-time faculty and staff applying for the benefit of tuition remission for eligible dependent children is required to provide, on an annual basis, legal documentation confirming the child is dependent of the employee. This documentation could include, but is not limited to, a photocopy of the 1040 tax form filed with the IRS for the prior calendar year. All financial information should be omitted; the portion of the form stating the name of the dependent, social security number and date of birth is required. This documentation will be required on an annual basis, and must be attached to the tuition remission application and forwarded to HRD for processing.

Imputed Income Tax

Employees who receive Tuition Remission for their spouse, same-sex partner and/or dependent children for graduate level courses are subject to tax implications (imputed income). Federal law requires the University to withhold taxes on graduate level tuition remission benefits as it is considered taxable income. Taxes are calculated based on the cost of the remitted course(s) and withholding will vary, depending on the number of credits taken per semester and the employee’s tax bracket. Deductions will be taken directly from the employee’s paychecks throughout the semester in which the course(s) is taken.

Undergraduate courses taken by the employee, spouse, same-sex partner or dependent children are NOT subject to this imputed tax.

If you have any questions regarding imputed tax please contact Payroll.

Benefits Upon Approval of Long-term Disability

Full-time faculty and staff who are approved for long-term disability benefits are eligible for the same tuition remission benefits made available to active full-time faculty and staff. Eligibility for the tuition remission benefits will continue as long as the faculty or staffmember is determined to be disabled and collecting long-term disability benefits. This does not include the Tuition Exchange or Consortium Tuition benefits. This benefit will terminate when the faculty or staffmember is no longer deemed medically certified eligible for long-term disability benefits. (Complete Retiree/LTD/Survivor Benefit Form)

Benefits Upon Retirement

Retired faculty and staff who have completed 10 years of continuous service are eligible for the same tuition remission benefits made available to active full-time faculty and staff. This does not include the Tuition Exchange or Consortium Tuition benefits. (Complete Retiree/LTD/Survivor Benefit Form)

Benefits Upon Termination - Continuation of Eligibility

Terminating staff and faculty, spouses and/or dependent children will be allowed to complete courses in which they are currently participating. No tuition remission benefits will be granted for any semester beginning after separation of employment.

Benefits Upon Death

In the event of death of an active full-time faculty or staffmember, tuition remission benefits will be available for the employee’s spouse and dependent children to age 24 as follows:

Completed Continuous Service at time of Death

Tuition Remitted

6 months but less than 1 year

1 academic year

1 year but less than 2 years

2 academic years

2 years but less than 3 years

3 academic years

3 years or more

4 academic years

This benefit is applicable for the attainment of an undergraduate degree, and/or graduate degree through the master’s level. (Complete Retiree/LTD/Survivor Benefit Form) This does not include the Tuition Exchange benefit.

Questions regarding this policy should be directed to your designated HR Representative.